Human Resources Analytics Manager

DESCRIPTION

We are looking for a talented Human Resources Analytics Manager to join our team specializing in Analytics for our Corporate organization in Columbus, IN.

In this role, you will make an impact in the following ways:

• Report Development : By managing the development and delivery of management reports, analytics, and executive summaries, you will ensure alignment with corporate timelines and standards, providing valuable insights for decision-making.
• Collaboration : Partnering with regional and global Human Resources data management groups will ensure effective delivery of HR analysis, fostering a unified approach to data management.
• Performance Excellence : Designing, delivering, and monitoring reporting and analytical initiatives will enable HR to achieve performance excellence, driving continuous improvement in this sub-function area.
• Improvement Projects : Leading specified improvement projects will contribute to operational and functional excellence, enhancing HR processes and outcomes.
• Policy Development : Leading the policy and process development will ensure accuracy and completeness of reporting process documentation, maintaining high standards and compliance.
• Technology Adoption : Keeping up to date with new technologies in HR analytics will ensure the team leverages the latest tools and methodologies for optimal performance.
• Research and Best Practices : Conducting complex research and managing best practice reviews will provide valuable insights and recommendations, supporting informed decision-making.
• Team Development : Coaching and mentoring HR team members, managing staff, and providing feedback will foster professional growth and enhance team capabilities.

RESPONSIBILITIES

To be successful in this role you will need the following:

• Financial acumen - Interpreting and applying understanding of key financial indicators to make better business decisions.
• Balances stakeholders - Anticipating and balancing the needs of multiple stakeholders.
• Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.
• Global perspective - Taking a broad view when approaching issues, using a global lens.
• Manages ambiguity - Operating effectively, even when things are not certain or the way forward is not clear.
• Manages complexity - Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Optimizes work processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.
• Tech savvy - Anticipating and adopting innovations in business-building digital and technology applications.
• Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.
• Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements.
• Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.

Education, Licenses, Certifications:

• College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.

Experience:

• Significant relevant work experience required.

QUALIFICATIONS

Key Skills to Highlight

Data Analysis & Interpretation – Ability to analyze and synthesize complex workforce data to generate actionable insights.

Storytelling with Data – Communicating findings in a clear, compelling way that drives decision-making.

Stakeholder Management – Partnering with HR, DEIC, and business leaders to translate data into strategy.

Workforce Research & Measurement – Understanding survey design, self-ID data, and lifecycle analytics.

Data Ethics & Privacy – Ensuring compliance with data privacy regulations and internal policies.

Technology & Tools – Experience with HRIS , survey platforms, visualization tools (e.g., Power BI, Tableau), and statistical software (e.g., R, Python).

Change Management & Influence – Ability to drive adoption of insights within a complex organization.

Behavioral Competencies

Curiosity & Problem-Solving – Asking the right questions and thinking critically about workforce trends.

Business Acumen – Understanding how insights impact broader organizational strategy.

Collaboration & Communication – Working cross-functionally and explaining technical findings to non-technical audiences.

Proactive & Strategic Thinking – Anticipating leadership needs and providing forward-looking insights.

Education & Experience

Preferred: Master’s in Industrial/Organizational Psychology, Statistics, Economics, or a related field.

Acceptable: Bachelor’s with significant experience in people analytics or HR data analysis.

Background in people analytics, HR strategy, or workforce research is ideal.

Job Human Resources

Organization Cummins Inc.

Role Category Remote

Job Type Exempt - Experienced

Min Salary $103200

Max Salary $154800

ReqID 2412732

Relocation Package No

Cummins and E-Verify

At Cummins, we are an equal opportunity and affirmative action employer dedicated to diversity in the workplace. Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law. Cummins validates the right to work using E-Verify and will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. Visit http://EEOC.gov to know your rights on workplace discrimination.